成绩评价，业绩评价
Emphasizing balance is the general rule of performance appraisal for enterprises.
强调平衡性是企业进行绩效评价的一般规律。
Performance appraisal is one of the important managerial content in new-style rural CMS.
绩效评价是新型农村合作医疗管理的重要内容之一。
In this paper, the main research is about virtual organization form in technological innovation of enterprises and organization form performance appraisal under Internet environment.
本文主要研究了网络环境下企业技术创新采用的虚拟组织模式以及虚拟技术创新组织的绩效评价。
The pressure of competition forced the enterprises to review their performance appraisal systems.
竞争的压力也迫使企业重新审视自身的绩效评价体系。
In the study of construction strategic audit, the contents, objects, process and performance appraisal are analyzed from the beginning of construction strategic audit plotting.
从工程项目战略策划着手，分析了工程项目战略审计的内容、审计的目标、审计的步骤和绩效评价；
Performance appraisal of departmental directors is vitally integral to hospital strategy management.
科主任的绩效评价是医院战略管理的一个重要组成部分。
Second part recommends some international experience and enlightenment of our country of expenditure performance appraisal system.
第二部分，介绍了财政支出绩效评价制度的国际经验以及对我国的启示。
This is the significance of executive's performance appraisal.
这正是管理者绩效评价的关键意义所在。
Chapter two has reviewed the development history of performance appraisal of domestic and international enterprises, put forward the problems of enterprise performance appraisal in our country.
第二章回顾了国内外企业绩效评价发展的历史后，提出了我国企业绩效评价中存在的问题。
This article introduces the feature of supply chain of total contract construction enterprise and sum up the methods of performance appraisal of supply chain.
本文介绍了施工总承包企业的供应链的特点，总结了供应链绩效评价的方法。
The paper researches the performance appraisal of urban management based on urban competence.
从城市竞争力的角度，研究了城市经营绩效评价体系。
Using the method of factor analysis, the paper establishes mathematics model of hospital medical performance appraisal.
运用因子分析方法，建立了医院医疗绩效综合评价的模型。
But in organizations that take performance appraisal seriously and use the system well, it is used as an ongoing process and not merely as an annual event.
但是那些严肃对待绩效评估并且评估体系用的很好的组织，它被视为持续的工作而不仅仅是一年一次的活动。
The establishment of performance appraisal system for performance management is an important part.
建立绩效考评体系是进行绩效管理的一个重要环节。
But the performance appraisal in library has been followed more by the paradigm of task performance for a long time, which will inevitably lead to Librarian short-term acts.
然而长期以来我国许多图书馆的绩效考评更多地是只重视馆员任务绩效这一维度，这势必会引发图书馆员行为的短期化。
So, performance appraisal is one basic issue of human resource development and management in an enterprise.
对其进行绩效考评，是企业人力资源开发与管理的基础工作之一。
This question should be through the science budget management, strengthening performance appraisal to resolve.
这个问题要通过科学预算管理、加强绩效考核来解决。
But what is the inside mean of performance appraisal?
但是，绩效考评的真正意义是什么?。
Now, the state-owned enterprises face such problems as the unreasonable construction of salary system, incompletely work analyze and post appraisal, and incompletely performance appraisal.
目前，国有企业面临着诸如薪酬制度和结构不合理、工作分析岗位评价不到位、绩效考核工作不完善等问题。
Including performance appraisal principles and cycles, key performance indicators (KPI) identification, contents and methods of performance appraisal of several components.
包括绩效考核原则和周期、关键绩效指标（KPI）的确定、绩效评估内容及方法等几个部分。
However there are still some problems in the present evaluation work of the performance appraisal.
但目前电大教师的绩效考评工作仍然存在不少问题。
The study on performance appraisal has not only learning value , but also more crucialrealism significance and need.
绩效考评的研究不仅具有一定的学术价值，而且更具有重要的现实意义和必要性。
This paper selects a small manufacturing company named NH as an object of study and analyzes the problems of the company' s human resource management, especially in the performance appraisal system.
本论文选择一个小型的传统制造企业NH公司作为实证对象，分析其人力资源管理过程中存在的问题，尤其是现行的绩效考核制度。
And the establishment of an advanced sales, performance appraisal and career development system.
并建立了先进的销售、绩效考核和职业发展体系。
Secondly, the model of dynamic performance appraisal system is set up. The third, staff performance index is settled by analysis of the enterprise goal.
二是建立了动态绩效考评体系的模型：三是提出了用企业目标分解法来设定员工绩效考评指标；
|performance review;成绩评价，业绩评价
绩效评估（performance appraisal）是组织管理中用于系统评价员工工作表现与职业发展的正式流程，其核心目标在于衡量员工是否达到预设的工作目标、识别能力优势与改进空间，并为薪酬调整、晋升决策及培训计划提供依据。根据哈佛商业评论的分析，现代绩效评估通常包含目标设定、定期反馈和结果分析三个关键环节。
从实施流程来看，美国人力资源管理协会（SHRM）指出标准评估体系包含四个阶段：1）制定与组织战略匹配的评估标准；2）通过工作日志法或关键事件法收集绩效数据；3）采用管理者评估、360度反馈或目标管理法（MBO）进行评估；4）最终形成包含定量评分与定性建议的评估报告。德鲁克在《管理的实践》中强调，有效的评估应当聚焦未来发展而非单纯追究过往表现，建议将30%的评估内容用于规划员工职业路径。
权威研究显示，世界500强企业中有78%采用平衡计分卡（BSC）作为评估工具，该方法通过财务、客户、内部流程和学习成长四个维度构建评估体系，有效提升评估的全面性与战略相关性。心理学研究则证实，采用GROW模型（目标、现状、选择、意愿）进行绩效面谈，可使员工绩效改善效率提升40%。
“performance appraisal”是人力资源管理中的常见术语，中文通常译为“绩效评估”或“绩效考核”。以下是详细解释：
指通过系统化的方法，对员工在一定时期内的工作表现、成果及能力进行正式评估的过程。其核心目的是衡量员工是否达到既定目标，并为改进和发展提供依据。
绩效评估在不同企业中的具体形式可能差异较大，例如科技公司常采用OKR（目标与关键成果法），而传统行业可能更侧重量化指标。近年来，部分企业开始推行“持续反馈”模式，减少年度评估的频次压力。
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